Where it goes wrong
Hiring reactively the week after somebody resigns.
No structured interview. An induction that amounts to sitting with Mary for a few days. And no clear measure of what good looks like, which makes every accountability conversation feel personal instead of factual.
What we work on
- Recruiting to a defined role with a written scorecard for what success looks like at 90 days
- A proper induction, because the first fortnight decides whether somebody stays two years
- Numbers per person, so everyone knows the two or three figures they own
- Culture written down rather than assumed. We run on 14 Points of Culture and your business needs its own version.
- Getting the compliance right. Contracts, statutory sick leave and pension auto-enrolment handled calmly rather than in a panic. Your coach is not your solicitor or your accountant, but they will make sure it is on the plan.
A measure of what good looks like is what turns an accountability conversation from personal into factual.
Free guide
Our TEAM guide covers attracting and keeping productive people. Download it free.